Demystifying the internal push: No one is recruited, why can it be pushed?

Ding Dong, Wang Xin's corporate mailbox received new news.

This is an internal push poster from HR, with many new positions on it, accompanied by tempting bonuses.

The email wrote: recruiting a post similar to him can get 5,000 yuan; in addition, the number of internal pushes to the specified number can be directly received by 50,000 yuan.

As far as Wang Xin is concerned, this is definitely good news. After the epidemic, many companies lay off their layoffs and cut salary. Everyone's life pressure is not small. Now it is a bit good news. Why not do it.

"China Economic Weekly" recently reported that the recently suspended recruitment of multiple companies has been opened again, and the internal push has been released.

As a popular corporate recruitment method in recent years, internal push is not only accurate and strong, but also can save time costs such as screening resumes and invitation failure, which has allowed many companies to enjoy the real "benefits".

Some surveys have shown that more than 66%of companies are willing to use the internal push channel. In the Internet industry, the data has exceeded 84%, which means that the socialized and precise recruitment of the continuous fission through the staff of employees is occupying increasingly important and more important in enterprise recruitment. Location.

Initially, it is more common in Internet companies.

In the past ten years, it is the golden period for the rapid expansion of the Internet industry. The cravings of talents have increased. They not only give their employees a rich treatment, but also focus on the "circle of friends" of employees.

Commercial philosopher Jimmy Ron once said: "You are the average value of the five people you are most often contacted."

Most of the excellent employees around them are excellent people. They have proven themselves in the posts of large factories, understand the company, and understand the people around them. They objectively assume a certain "endorsement" function.

According to relevant investigations, in all recruitment channels, the budget cost of recruitment only accounts for only 10%, which is far lower than the 39%of the recruitment website and 22%of the third -party human resource service agency.

The senior HR Wang Lan, who has entered the industry for ten years, said that in the past, in order to solicit high -quality talents, HRs needed to spend money to do targeted recruitment, such as going to college to hold a lecture meeting. But now we have noticed the outstanding employees of their own companies. Many of them have graduated from prestigious schools. Through them, they can not only attract high -quality talents, but also greatly save costs.

In order to encourage employees to push a lot, some companies scrambled to use real gold and silver to mobilize their enthusiasm for their employees.

Some netizens revealed that the in-line beating internal push is a 2-2 bonus of 5,000 yuan. If the first internal push is pushed, there will be an additional 2500 yuan; the fast-hand K3 level prize is 10,000 yuan; , 15,000 yuan.

The same employee, if it is recommended for headhunting, usually the headhunter cost will not be less than 20%of the salary of the previous year, and some urgent recruitment positions can even reach 30%.

In this way, recruiting an Ali P7 employee to pay more than 100,000 yuan, but if it is pushed, it only needs to pay the employee's 10,000 yuan bonus.

"This is a matter of everybody. Internal push not only helps the enterprise save the recruitment cost, but also increases the benefits of employees." Wang Lan said.

Ren Ping is the finance of a pharmaceutical company. Usually she is busy finishing her job. She will also push the position of the company in the circle of friends to see if there are friends around her. In order to increase the matching, she also established a WeChat group to let the WeChat group make it allowed to allow Everyone marked their posts and then recommended it accurately. In half a year, Ren Ping Chenggong recommended three, and he won 10,000 bonuses as expected.

But for a long time, Ren Ping found that his circle of friends was too limited. For example, there were more financial people and few other industries. This cannot be fully matched with the company's internal push positions. Thinking about it, she feels that the boundary of the internal push needs to be expanded.

From the inner push group to the various school forums and social networking sites to post, Ren Ping uses all the channels that he can think of.

Unlike Ren Ping, for the first time, Li Doudou tasted the sweetness of a stranger to go to a factory. Because it was an urgent post, it took only more than a month to finish all the processes. After the boys joined the job, he got 3,000 yuan, and 3,000 left after 3 months.

And this boy has also become Li Doudou's connections logically. The two often talk about some company gossip online. There are more such "connections", and Li Doudou can also master many companies dynamics for the first time. This seems to be greater than money. Essence

"I am a graphic design. Most of my friends around me were from this industry before. But now my friends have all walks of life, including finance, as well as accounting, investment managers, directors, police, etc.; They come from different other people. The company, including state -owned enterprises, large factories, investment banks, etc.

Chatting with them made me wider the perspective of the world. Of course, their relationship with me is not just netizens, and we have reached cooperation several times. "Li Doudou said.

The possibility of internal push pushing has evolved here, and maybe it is not fully practicing the original theory, but those who have social ability, whether they are for bonuses or connections, have actively growing into the corner of the company. place.

Wang Rui is a HR of an Internet company. Recruitment is her daily work. Every day, she needs to search for suitable people on the recruitment website, and then communicate with them specific details to determine the appropriate candidate for interview invitations. However, recently, the employment department has feedback that she has been promoted a bit too slow, and the number of interviews is too small. "It's really hard to find a suitable person. I have to look at more than 50 appropriate resumes in order to find such a slightly suitable person to interview." Wang Rui is also very distressed,

Recently, there are fifteen positions she needed to recruit. "I have to watch a lot of resumes every day and communicate with countless individuals, but in the end, I can only screen for the interview. Even if everything is appropriate, I still have to bear the opponent who suddenly refuses to refuse. The possibility of interview is really difficult. "

Compared with recruitment on the website, the internal push is the logic introduced by acquaintances. Employees understand the company's business and understand the people around them. It has become a hub for high -efficiency connectors and posts. It also has a certain endorsement pressure. People who recommend it often have a higher degree of fit, which largely increases the success rate of recruitment.

Today, although the internal push is no longer a simple acquaintance recruitment mode in the past, it still makes up for the channels other than HR recruitment.

"Some candidates who wait and see will not be updated directly on the recruitment website. They may be hidden in various workplace social media. These places are very suitable for employees to tap the needs for internal push. Often, the degree of matching will be relatively high;

In addition, employees appear to say that job seekers can understand the culture and system of this company in advance, and even the style of the boss, which makes the employee's stability relatively stronger. Leaving, Wang Rui said.

With the internal push from the "circle of friends" to "strangers", its role and value are being redefined.

On the one hand, the company continues to expand the talent pool by reducing costs;

On the other hand, the internal push has also become a way for enterprises to publicize. Through employees, the company's culture is penetrating into the circle that could not be reached.

In addition to internal push, companies have also begun to shift their attention to those who resign employees and those who give up their employment. They are recommended by them to do resumes.

When human talents are becoming more and more important, it is recommended to recruit this big network that connectors and the company.

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